Home Home | About Us | Sitemap | Contact  
  • Info For
  • Professionals
  • Students
  • Educators
  • Media
  • Search
    Powered By Google

 


 

Kevin Ford

J. Kevin Ford is a professor of psychology at Michigan State University. His major research interests involve improving training effectiveness through efforts to advance our understanding of training needs assessment, design, evaluation and transfer. Dr. Ford also concentrates on how to build continuous learning and improvement orientations within organizations. He has published over 50 articles and chapters. Currently, he serves on the editorial boards of the Journal of Applied Psychology and Human Performance. He is a coauthor with Dr. Irwin Goldstein on the 4th edition of the textbook “Training in Organizations” and coauthor of the book “Valuable disconnects in organizational learning systems: Integrating bold visions and harsh realities”. He is an active consultant with private industry and the public sector on training, leadership, and organizational change issues. Currently, he is working with a manufacturing company to develop a strategic plan to upgrade their training system. He is a Fellow of the American Psychological Association and the Society of Industrial and Organizational Psychology. He received his BS in psychology from the University of Maryland and his MA and Ph.D. in psychology from The Ohio State University.


Abstract

Building a Great Workforce: Using Emerging Training Technologies More Effectively

This talk highlights advancements in training relevant to the virtual workforce and changing nature of work. These include emerging training methods (e.g., self managed learning and guided discovery) and new training technologies (e.g., computer adaptive learning, serious games, and virtual reality). Both case studies and research evidence will be discussed.


Learning Objectives
 

1.     Summarize research on instructional strategies relevant to training a virtual workforce.
2.     Describe best practice principles for enhancing knowledge and skill acquisition within the context of new training technologies.
3.     Create a checklist of factors to consider for facilitating the transfer of training to the job context.